Turnover is a plague that impacts thousands of churches every year. According to a recent study, the average tenure for a ministry leader is 3.6 years. Why is this such an issue?
High turnover could decrease the trust of your church members and prevent you from finding qualified candidates in the future. While you might feel the pressure to hire quickly, you will save a lot of time, energy, and effort over the long run by being very intentional in your hiring processes.
How to protect your church from today’s most common ministry risks
A few weeks ago, we had the opportunity to discuss the issue of turnover and how to avoid it in this webinar with Deborah Ike. Here are a few of the most valuable takeaways from our conversation:
- Develop job descriptions. What does a win look like for each ministry position? Every job description should include success criteria for people to know what they’re trying to accomplish.
- Know why you’re hiring. Why is this role vital for ministry success? Think through exactly what that role needs to accomplish.
- Confirm people are a cultural fit. Determining whether or not someone is a good fit within your team and culture is essential for the overall success of your ministry. Is this someone who gets the vision? Do they fit in with the other staff members?
- Don’t be afraid to have difficult conversations or make changes. ‘Hire slow, fire fast’ is a common principle used in the business world. Unfortunately, many church leaders avoid having difficult conversations about job performance or letting someone go who isn’t a good fit for a particular role.
Succession has become a prominent conversation in many ministry circles. If you want to learn how to prevent turnover from impacting your ministry, feel free to check out the entire webinar. You might also be interested in checking out our free resource Are You Putting Your Church at Risk?
What are some ways you intentionally work to develop a healthy culture that limits turnover within your ministry?